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Using (and Misusing) Individual Development Plans

Management Apathy Toward IDP

Investigator
FDA
Tue May 5, 2009 11:18 AM

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What about the flip side? What if management views the IDP as a hindrance, as something that just has to be done. However, having a discussion with your boss about your future career path is also a distraction that gets in the way of his daily work? I spoke with a friend of mine, who works outside of government, and he couldn't fathom not talking to my boss at least monthly about where I am, where I want to go, and how I am going to get there. I told him if I talk to my boss about such things more than twice a year I would be ecstatic (we only speak of "career issues" during the mid-year and end-year performance appraisal, which doesn't really include future progression and advancement). How do you combat managerial apathy?

Re: Management Apathy Toward IDP

Analyst
DOD
Tue May 5, 2009 12:25 PM
When I tried to discuss my promotability with my x-supervisor I was told to go "hang out with the guys".
What???

mgt apathy

retired hr dir
defense
Tue May 5, 2009 11:41 AM

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If your best efforts fail, get gone. Reassignment, detail, transfer, even change to lower grade can be negotiated with saved pay and will offer NEW opportunities. Since good investigators are in high demand, winners don't have to stay with a loser. best of luck

What IDP?

Scientist
EPA
Tue May 5, 2009 2:06 PM

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Managers in my region refuse to sign IDPs and pretty much ignore any discussion of them.

IDP only as good as the paper it is written on

Engineer
Army
Tue May 5, 2009 2:20 PM

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IDP has no value whatsoever while working for the Army. The Army mandates the use of an IDP. Each Agency below that puts all traiing needs, both Manadatory and less on the IDP. It is supposed to be a 5 year plan, but you redo it every year like as if it was a clean slate. The same training you asked for last year is still #1 the next year. Most managers are already aware of the career goals of those they supervise what gets in the way of that Supervisor from managing their training budget is the managers above them which decide who will get training. In the real world, the IDP is still merely a wish list. For example, training budget has already been set, new employee hired and is immediately approved for a Leadership Development Program which everyone else had to apply. Participants in the Leadership Development Program were selected 3 months before new employee arrived. Doesn't make sense. New employee didn't even have time to complete an IDP. Go figure! Typicla story

Just Getting Into IDP's

UnKnown Comic
DAL
Wed May 6, 2009 3:21 PM

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We here at a base located in the dessert was converted to DLA on the supply side are jsut getting into the IDP here. As of now, they have no clue, upper management on how it works. They are the leaders, that are suppose to help us? I found alot of class's geared towards tier II and higher tier levels. We are the ones that give the tier I a shot going upward?

NSPS

Program Analyst
USMC
Tue Oct 20, 2009 8:50 AM

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John, Where do you see NSPS going. The current system is worst than the pevious old system. Thanks for your time....R/Charlie Lyon. MCLB, Albany, ga.

Total Comments: 7
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